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Please note that the following documents have been updated to reflect the move of Matchbook ReBalance to the TP ICAP UK MTF operated by TP ICAP MTF LIMITED under the IMSB segment MIC, effective from 8th April 2024 :
- Product Specifications
- Rate Card
For more information please visit: TP ICAP EU MTF Venue Page
Capitalised terms used in this Market Notice shall have the meaning ascribed to them in the TP ICAP EU MTF Rulebook.
Please direct any questions regarding this Market Notice to:
Email: tpicapeumtfoperator@tpicap.com
Post: TP ICAP (Europe) S.A.
42 rue Washington
75008 Paris
France
Please note that the following documents have been updated to reflect the move of Rebalance to the IMSB segment, effective from 8th April 2024.
For more information please visit: TP ICAP UK MTF Venue Page
Capitalised terms used in this Market Notice shall have the meaning ascribed to them in the TP ICAP UK MTF Rulebook.
Please direct any questions regarding this Market Notice to:
Email: tpicapukmtfoperator@tpicap.com
Post: TP ICAP MTF Limited, 135 Bishopsgate, London, EC2M 3TP, United Kingdom
TP ICAP is committed to being an employer of choice. Our inclusive culture attracts and retains the best
talent and enables everyone to flourish. This underpins the execution of our strategy, our ability to continue
to innovate and our relevance to our clients.
The Board embraces and seeks to promote diversity in its broadest sense, both in terms of its composition
and within the Group’s senior management and employee base as a whole. It sees diversity as the combination and interaction of people with different knowledge, skills, experience, backgrounds, and outlooks and believes that this inclusive culture creates significant value and leads to better decision-making and performance at all levels of the organisation.
The Board supports the better understanding of demographic representation data across the Group, as well as the adoption and disclosure of targets for building gender and ethnic diversity across FTSE company boards and senior management, including the recommendations set out in the FTSE Women Leaders Review (previously the Hampton-Alexander Review) on gender diversity and the Parker Review on ethnic diversity.
Following the Parker Review recommendations, the Board set a new target to increase ethnic minority representation in the Group’s senior management population from 13.3% to 15% by the end of 2027.
The Board is committed to ensuring that there is at least 40% female representation and at least one Director from an ethnic minority background (as detailed by the Parker Review) on the Board while recognising that during periods of transition, this composition may not, temporarily, be maintained.
The Nominations & Governance Committee (the “Committee”) regularly reviews the structure, size and composition of the Board, assessing the added value of having a balance of skills, knowledge, experience (including international experience), independence and diversity (including age, gender, social and ethnic backgrounds, and cognitive and personal strengths) on the Board when trying to achieve the Group’s strategic priorities.
When seeking to make a new appointment, we adopt a formal approach to Board searches, which includes insisting on the strong representation of under-represented groups on search firms’ long and shortlists and remaining conscious of any potential bias in the interview and selection process. Our primary focus is, of course to, identify an individual with the capability, expertise, and experience required to discharge the specific role, but we recognise that talent is demographic agnostic, and it is for us to help ensure that we select the best candidate on that basis.
The Board works with executive search firms who understand the Group’s values and approach to diversity, including this Board Diversity Policy, and will comply with those values and approach in identifying and proposing suitable candidate(s) for appointment to the Board.
The Board continues to encourage and oversee the output from a wide range of recruitment and people development policies and initiatives led by the executive and senior management team, which aim to grow the diversity of the Group’s talent pool and people development opportunities for all and embed an inclusive culture. While we can not lead such initiatives directly, our role as a Board is to monitor and challenge the impact they are having on the Group. As part of this oversight, we review and discuss the potential impact of policies from an inclusion point of view, but also from a success of the diversity, equity, and inclusion network activities across the Group.
In addition, a vital role of the Committee is to monitor and discuss with the CEO the career development and succession plans for senior management across the Group, including the barriers to progression for underrepresented groups. This enables us to promote the development of a strong and diverse pipeline for future executive leadership and Board positions. The responsibilities of the Committee are outlined in its Terms of Reference (available on the Group’s website).
The Board is committed to the development of diversity, equity, and inclusion on the Board and among the Group’s employees. It will seek feedback on Board balance, including the balance of skills and experience, in its annual Board evaluation. It will keep the review and change of the Group’s people development, inclusion, and diversity programs firmly on the Board agenda. An account of the Board’s activities and progress against its objectives in these areas will be given in the Annual Report each year.
Approved by the TP ICAP Group plc Board on 7 March 2024.
LONDON, 2 April 2024 — Based in both London and Singapore, the new team will be led by Jack Nathan, widely regarded as an industry leader and who joins from FIS to provide Tullett Prebon clients the opportunity to trade across these fast-growing asset classes. Jack will be supported by Po Wei in Singapore who joins from JP Morgan.
Tom Fox-Hughes, Commercial Manager, Energy & Commodities APAC for TP ICAP Group said, “In what is an exceptionally fast-evolving asset class, clients are seeking real expertise to help navigate markets. With demand for electric vehicles (EV) fluctuating, and the production of battery metals rising rapidly, clients have a growing need to manage price risk and exposure. Our new desk, and the experienced hires we have made to lead it, will help us grow liquidity and support customers worldwide as the global energy transition continues to advance.”
At the end of 2023, open interest in cobalt and lithium increased very significantly as EV sales wavered, alongside a surge in production for both metals. This is especially the case for lithium, whose mining production has grown 20-fold in the last 30 years[1]. Less well known, Molybdenum is an emerging battery metal that is predicted to play a key role in increasing batteries’ electrical power, energy storage capacity, recharging speed, and stability[2].
ENDS
[1] Lithium, Cobalt Open Interest Soars as Prices Plunge
About TP ICAP Group plc
Through our people and technology, TP ICAP connects buyers and sellers in global financial, energy, and commodities markets.
We are a world-leading provider of liquidity and data solutions, with a portfolio of businesses that provide broking services, data & analytics, and market intelligence that are trusted by clients globally.
We operate from more than 60 offices across 28 countries, supporting brokers with award-winning technology.
www.tpicap.com
Media Contacts:
Tom Gilbert | +44 7741231950 | thomas.gilbert@tpicap.com
Please note that the following changes have been made to the TP UK OTF Rate Card, effective 1 April, 2024:
- Segment MIC TSCD for Financials has been updated;
- Change to the Volume Discount Threshold on EUR Inflation.
The terms remain unchanged. Please direct any questions regarding this Market Notice to:
Email: tpsotfoperator@tpicap.com
Post: TP ICAP Broking Limited, 135 Bishopsgate, London EC2M 3TP, United Kingdom.
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